Team Performance Improvement
Capable people don't automatically create a high-performing team.
One Degree helps organisations understand what gets in the way of capable people performing effectively together, then creates the conditions for consistently high team performance.
An initial conversation to understand the team or organisational challenge, where performance may be getting lost, and whether One Degree can help.
Where Performance Gets Lost
Your team doesn't need to be failing for performance to be getting lost.
In capable teams, lost performance often looks surprisingly ordinary.
Decisions get revisited instead of resolved.
Concerns are raised after the meeting, rather than in it.
Ownership becomes unclear between people or teams.
Managers spend too much time chasing agreed actions.
Standards vary depending on who's involved.
The same avoidable issues keep returning.
None of these necessarily points to a bad team.
But together, they can stop capable people performing as effectively as they could.
Team Performance Scorecard
How much of your team's capability is actually translating into performance?
The Team Performance Scorecard gives you a simple way to look at the conditions affecting performance across your team and identify where more may be possible.
A practical assessment designed to help you look beyond whether the team is simply busy, capable or getting along.
Why Capability Isn't Enough
Individual capability doesn't automatically become collective performance.
Organisations can recruit good people, invest in skills and have experienced leaders, yet still lose performance in the way people work together.
What people bring
The individual capability already present across the organisation.
Where capability combines
The conditions that determine whether capable people work effectively together.
What the organisation gets
The collective output created when individual capability works together effectively.
The question isn't simply whether the organisation has capable people. It's whether the conditions exist for that capability to combine effectively.
The KISS Team Performance Model
Keeping High Performance Simple
The KISS Team Performance Model focuses on four conditions that help turn individual capability into consistently high team performance.
Kindness
Kindness
Constructive Challenge
Integrity
Integrity
Trust
Simplicity
Simplicity
Alignment
Standards
Standards
Consistency
The Outcome
Constructive Challenge + Trust + Alignment + Consistency = Consistently High Team Performance
What Better Team Performance Looks Like
Improvement should be visible in the way work actually gets done.
Better team performance is not about making people busier or adding more process. It should make it easier for capable people to make decisions, take ownership, follow through and deliver consistently.
Problems are raised earlier
Issues are surfaced while they are still easier to resolve, rather than being left until they become more disruptive or expensive.
Decisions turn into action
Ownership is clearer, agreed actions are followed through and less time is spent revisiting decisions that have already been made.
Challenge becomes more useful
People are better able to question, disagree and contribute without constructive challenge becoming personal or being avoided altogether.
Priorities become clearer
Individuals and teams have a stronger shared understanding of what matters most, reducing competing priorities and unnecessary activity.
Standards become more consistent
Expectations are clearer and upheld more consistently, rather than changing depending on the person, team or situation involved.
Managers spend less time chasing
More responsibility sits where it should, with stronger follow-through and less management time spent checking, reminding and correcting.
The Commercial Outcome
More of the capability you're already paying for translates into performance.
Better team performance should ultimately show up in better organisational performance, through stronger delivery, more productive work and improved commercial outcomes.
Team Performance in Practice
What can change when capable people start working more effectively together?
One accountancy practice invested in the Team Performance Improvement Programme to understand where performance was being lost and improve the way the team worked together.
Anonymous Client Case Study
Measurable improvement within two months
The practice measures performance partly through billability: the proportion of time spent completing client work that can actually be billed. Before the programme, average billability was 65%. Within two months, the practice reported an increase to 75%, alongside significant improvements in commercial output and progress through year-end work.
A 10 percentage-point increase in the proportion of work being completed within billable time.
Approximately £200,000 more billing per month reported by the practice following the improvement in billability.
The team reported being 50% further through year-end work than they would normally expect to be at the same point in the year.
What We Worked On
Understanding the obstacles, then helping the team remove them.
DISC training helped the team better understand different working and communication preferences.
Team coaching identified the obstacles affecting performance and created a practical plan for addressing them.
1:1 director coaching supported implementation, including the difficulties and decisions that naturally arise when ways of working begin to change.
Total investment in the Team Performance Improvement Programme
£5,237 + VAT
Results are client-reported. The organisation is not named in order to protect client confidentiality. The figures show the performance reported during the programme and should not be interpreted as a guarantee of identical results for other organisations.
The Next Step
You may already have the capability you need.
The question is whether you're getting the full value from it. A Team Performance Conversation is an opportunity to look at what you're seeing across the team or organisation, where performance may be getting lost, and whether One Degree can usefully help.
An initial conversation to understand the situation, explore what may be affecting performance, and decide whether there is a sensible next step.